Rosca Ciprian Application Form EB 11-12

8/6/2019 Rosca Ciprian Application Form EB 11-12

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AIESEC in Galati

Application Questionnaire

My personal details

My Studies

Period University Course Studied

2007-2011 Dunarea de Jos,

Galati

Faculty of Computer Science

My AIESEC Experience so far, with the most relevant opportunities and activities

taken.

StageOpportunities taken and

Main ResponsabilitiesMain results achieved

Intro to

AIESEC

1. OC Christmas Party(Realize and

Implement the Promo Campaign for a

Christmas Party)

1. 45 participants at the Event.

First Name & Last

name

Ciprian-Ionut Rosca

National / Local

Committee

AIESEC Romania / AIESEC Galati

Date and Place of

Birth

07.06.1988, Galati

Nationality Romanian

Permanent

Address

Galati, Frunzei str., 11, bl. F5,

ap. 34

E-mail [email protected]

Msn [email protected]

Mobile +4 0743 003 088

. My Personal Data

. My Experience
mailto:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]:[email protected]


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Taking

Responsibility

OC Wake-Up Call(Realize materials for

promoting the Wake-up Call 2009

project)

None of the Materials were used,

because the lacked quality.

OC AIESEC Olympics09(Realize thepromo campaign and the materials for

promotion)

110 participants at the Conference

OC Imagine Leadership(Diverse

responsabilities, from logistics to

promotion)

No personal notable results. The

Conference was realized by the OC

Team as a whole.

PR Member(Write monthly

newsletters, articles for media

partners)

1. Monthly Newsletter for a

department, and 2 articles published in

newspapers.

Projects Member(work on projects

initiation, tools for improving OCP

Experience, Planning Wake-Up Call)

Realize an OCP Booklet, Help the OCP

of Wake-Up Call, Held Preparation for

new members.

Leadership

Role

OCP Recruitment(manage a 6mb team,

organize the whole recruitment

Process)

I had an objective of 2 partners, but

unfortunately I didnt get any. Still I

managed to have 120 Application

Forms(from an objective of 100), from

which 33 were selected.

OCP RTS09(lead a regional team of 8

mbs, colaborate with 28 facis, cover

transport, accomodation, coffee-

breaks)

7 partners(1 CT, 1 IS, 5 GL); 210

participants(175 delegates); Grant

Respectation.

VP Projects10-11(assure the quality of

@GL Projects, lead the dept, realize the

OCP Coaching process)

Average completion of objectives: 70%;

Coaching process executed; PBOX

Culture; Proj Initiation Processes

implemented.

My 3 areas in AIESEC in which I am the most experienced in

Area My role and

experience

How would this benefit in the LC?

Project MGMT 2*OCP, VP Projects AIESEC needs his management processes

to get to a higher quality, because we

need better organization, if we want to

continue the work of our predecessors

Coaching VP Projects The main body that will benefit from this


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is my EB Team, in which is common

knowledge that one of the factors of

success for a team composed of

experienced people. Also, coaching will

be the main method of solution finding inthe LC.

Leadership 2*OCP, VP Projects Leadership is the second product that

AIESEC sells(after eXchange); Leadership

is also the main thing that keeps the

motivation in the LC to work towards

Exchange.

Language proficiency

My languages and levels (native/excellent/good/ basic)

Language Writing Reading Understanding

English Good Excellent Excellent

French Basic Basic Basic

Conferences

Which national and international conferences that are relevant for the position did

I run for? Specify my role: delegate, OC, facilitator, chair).

No.Conference Date Place/Country Your role

1 RTS08 6-9 Nov 2008 Durau / RO Delegate

2 NPS08 23-27 Nov 2008 Amara / RO Delegate

3 LTS09 9-12 Apr 2009 Tusnad / RO Delegate4 LPM09 6-9 May 2009 Costinesti / RO Delegate

5 AIESEC Olympics 09 19-22 Aug 2009 Navodari / RO OC

6 Imagine Leadership 09 10-13 Sept 2009 Galati/ RO OC

7 RoCK ME 09 17-20 Sept 2009 Baile Herculane / RO Delegate

8 RTS 09 5-8 Nov 2009 Bran / RO OCP

9 NPS 09 24-28 Nov 2009 Amara / RO Delegate

10 EB 10-11 Days 19-21 Feb 2010 Lacul Sarat / RO Delegate

11 LPM Spring10 5-7 Mar 2010 Galati / RO Facilitator

12 NC 2010 25-29 Mar 2010 Pitesti / RO Delegate

13 LTS 2010 4-7 Apr 2010 Lepsa / RO Facilitator14 LPM 2010 15-18 July 2010 Bran / RO Facilitator

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15 AIESEC Olympics 10 12-15 Aug 2010 Navodari / RO Facilitator

16 Imagine Leadership 10 9-12 Sept 2010 Galati / RO Delegate

17 RoCK ME 10 23-26 Sept 2010 Baile Olanesti / RO Delegate

18 LTS Fall 2010 4-7 Nov 2010 Busteni / RO Facilitator

19 RYLF 2010 25-28 Nov 2010 Bucuresti / RO Delegate

Achievements

My five main achievements in AIESEC so far? (In different areas such as coaching,

LC development, increasing quality and quality of exchange, national involvement

etc)?

1. Coaching After 1 year of VP Projects I specialized myself in Coaching, from

the Coaching sessions that I delivered the whole year to OCPs

2. PM Culture I managed to continue what Claudia Iorga(VP Prj 09-10) started

on her term, now AIESEC Galati having benefit from a strong Project

Management Culture taking in consideration Planning-Tracking-Evaluating

Projects.

3. Leadership I developed myself a lot regarding Leadership Skills in my 3

Leadership Experiences: 2 of Middle-Management and 1 Middle-Top

Management

4. PBOX Culture All started out as a joke, but now the Members in the LC have

the mindset that is better to create results by Projects Based on Exchange.

5. RTS09 Even after 1 year, and an EB experience, I still can say that one of my

greatest achievements was my OCP RTS09 position. I managed to realize the

first(and only) regional conference for GN GICU, leading a diverse team of 8

persons.

1. Why did you decide to run for EB Team 2011-2012 AIESEC in GALATI?

When I entered in AIESEC, 2 years ago, I wanted so much to be in the EB, on a

VP position, and I didnt saw the benefits that one can have being on the LCP

Position. Then, during the whole year of my term as an EB Member made me realizethat I love the LC too much to just end now the AIESEC Galati experience. I am not

finished with the things I want to do and I am definitely not finished with the things I

want to learn.

2. Which is the thing you consider to be your personal challenge in the EB?

Why?

I think that my biggest personal challenge in the EB 11-12 it will be the

external environment relationship management, and here I am referring to:

Corporate Relations and Alumni Relationship. The two areas before-mentioned are

the sole 2 areas in which I dont have experience working in,and that is because Ive

never been opened to those kind of opportunities.

. My Motivation


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3. What are the persons/ events that inspired you to run for EB 2011- 2012

and why?

The first person that I think of when it is about inspiration for EB Applications

is Catalin Moroianu(LCP 08-09). He was the first President of AIESEC in Galati that I

saw, the first one that impacted me. Even if we didnt ever talked about EB

Applications, he inspired me by his actions and his attitude, professionally speaking.

Another person that constantly inspires me is Laura Diaconescu(MCP 10-11), which

stands as a Role-Model for me in terms of Leadership.

Regarding events that inspired me to apply for EB 11-12, the only thing is LTS

2010, in which the new members attitude and energy, the old members motivation

for activating in AIESEC Galati made me realize that I want to continue being part of

this team, in Galati.

4. What are you main weaknesses to assume this position and what do youthink to do about it?

As I said, I Think that my main weakness is about: Corporate Relations and

Alumni Relationships, and that is because I dont have experience on this part. What

I want to do, in order to resolve this weakness, is to start doing sales for AIESEC 15

Event, and regarding Alumni Relationship I will start by approaching Alumni from

different generations to create an ARM Strategy for the years to come.

5. What are your main strengths to assume this position? (How can it help inyour work?)

My main strength is the fact that I am very organized and passionate of

strategy. This will help me in the internal environment part, for creating a well

structured way of work in the LC, with clear objectives in order to reach the desired

external impact.

1. Which are the areas in AIESEC Galati where we need to innovate and which

are the areas where we should maintain the current direction in order to

increase overall performance?

Mainly, I dont think constant innovation is the way to performance for a

Local Committee. Thats why one of my focus will be: Continuity.

Areas in which we need to maintain current direction are:

- Exchange Culture: This year, AIESEC Galati started having a focus on theExchange Culture, which is a key factor in order for the LC to realize qualityExchange.

. General Questions


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- X+L Culture: Meaning that we need to capitalize on the Culture ofProspective Members applying for Exchange; also we need to have a better

reintegration plan so we will be able to deliver Leadership AFTER Exchange.

- PBOXes: This year we started a PBOX culture that will show its results in the11-12 term when, if maintaining current direction, more than 70% ofexchange numbers will be delivered by Projects.

- 2% Campaigns: AIESEC Galati is well known for its successful 2% Campaigns,and we should maintain it this way because 2% its the easiest way of gaining

funds.

- ER Processes: The External Relations Area gained a big plus on processes andknowledge part this year and, if we maintain this direction, we should obtain

results in the year to come.

- Alumni Relations: The term 10-11 also meant a big improvement in ARMarea and, as a result, AIESEC Galati has Alumni that are willingly to help theLC, mainly this is seen in the Bursa Excelentei Initiative.

Areas in which we need to innovate are:

- Projects Initiation: This year we started doing assessment, but the problemwas that we didnt used that resulted from assessment. Also, we need to

initiate Projects Corresponding to the MoS-es and LDs Established.

- TN Raising: Mainly this is an area in which we need firstly to create,considering the fact that the TN Raising Knowledge is absent. Thats why TN

Raising will be an area benefiting special attention from the whole LC

Strategy.

- Source diversification: The problem here is that, for now the main source ofincome for AIESEC Galati its represented by Finance Dept. with more than

60% of the total income. That means that we need to focus on obtaining

funds from Exchange and from Corporate Level.

2. What do you think should 3 Local Focus Areas for 2011-2012? Please state

some key strategies and results you would expect as a result.

X+L GrowthThe first, and most important, Local Driver for 11-12 in AIESEC Galati

must be a focus for our final product, that is: Change Agents with bothExchange and Leadership experiences. For that we will focus on delivering

Exchange opportunities mostly to our active members and deliver them

Leadership opportunities before and also afterwards.

Regarding X after L, a key factor consists on having a strategy in

motivating the Middle Management Positions to go on Exchange, by

delivering them opportunities that are fit for them.

Regarding L after X, an important indicator is the reintegration

process. Also, for that, we need a good reintegration plan that needs to be

applied, in order for our EPs to easily integrate back to the LC. I want to

mention also that the reintegration process contains a constant


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communication with the EP, so they will have created a mind-set to apply

for leadership positions fit for them.

Even if its X+L or L+X, the whole experience will be delivered to at

least 40% of the active members average.

Incoming ExchangeAnother Local Driver for the year must be the Incoming Exchange. By

this LD I am not referring only to the Incoming Exchange Processes, but

furthermore on how to get funds from Exchange, specially the ICX part.

Regarding Internationalism, AIESEC Galati needs to create itself a

culture around trainees, in which we need to:

Raise quality TNs, and offer for them(if they are DT or ET) food andaccommodation

Match EPs that fit for the TN, and specially: Match EPs that KnowEnglish. For that we need to have a relevant selection plan for our

trainees. We are not chasing numbers, we are chasing quality.

Realize a great experience for our trainees, with an integration planNOT composed by stuffed activities, but things that will integrate the

trainees into LC Team. Also, we need to get the LC Team around

trainees, for them to speak only English around trainees, and absorb

them into the Team. We need to get back to basics with welcome and

bye-bye parties, with country presentations and global villages.

Regarding Money Generating Exchange, the most important indicator

is: Exchange to bring 30% of the total budget for the whole term 11-12.

Main things that need to happen on this part:

Realize Corporate TNsReview the Pricing Policy, specially for OGXRealize Cultural Events(like Global Villages) that can have a benefits

for our partners

Start realizing ETs to kindergartensObtain an alternate source for food and accommodation(other than

City Hall and University)

3. What do you think its the culture AESEC in Galati should have? What would

be your 3 key strategies to foster it?


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In the next year, AIESEC Galati will be based on 3 Pylons: Ambition,

Commitment and Sincerity.

Ambition:

LC Galati has a strong culture based on the Rewards and Recognition System

on the National Level, in which, this year, we strongly desired 6 awards in RYLF. This

organizational detail of 6 prizes its only the tip of the iceberg, at its base sitting the

most important pylon: AMBITION. Ambition must be the main driver for the

members of AIESEC Galati to strive for performance in the LC. For that, we will

capitalize on constructive competition on the National Level, so the LC will have the

ambition always to be better.

Commitment:

In order for the members to achieve performance in the LC, We members of

AIESEC Galati need to be an united LC Team (this meaning that we need to focus on

the whole LC Team, not Department or other smaller teams) which supports each

other, both for good and bad, in which all the members are motivated by each other,

through the power of the TEAM.

Sincerity:

Sincerity is the thing that will need to act as support for the before

mentioned Key Factor: Commitment. In order for the LC Team to be united, it needsto bring brutal sincerity for the whole LC TEAM members to know each other better.

4. Please describe briefly the development of AIESEC in Galati in terms of

National and Local Drivers? where do we stand?LOCAL DRIVERS:

Increase Quality and Quantity on Exchange:

We had a considerably grow on X+L, having 5 EPs with Dual Experience(3absolute growth from 09-10 term)

All EPs that were AIESEC Members before were reintegrated, unfortunatelyonly by a reintegration interview

The LC TEAM has started an Exchange and PBOX Culture We had only 9 trainees, out of 26 planned All 93% of the trainees completed QMS 100% of the trainees had a integration plan The Exchange Assessment lacked quality and, furthermore, wasnt used at all Excellent Delivery Time, having a score of 1.60, considering that the standard

national score was 2.

Regarding MBs working for 1Exchange, our score is 3.49, which represents aconsiderably grow on efficiency, but still above the standard national score(3)


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We didnt had any Corporate TNs We have an EVS Accreditation, but we didnt get any grants from this source

Until Now

The MBs from ICX and OGX Dept. are prepared in the regional TTX We had a large diversity of trainee origin countries, only 2 of them being

from the same country (Poland)

Impactful Projects for our Stakeholders:

LC Galati has a strong PM processes implemented We have started a PBOX Culture 85% of our Projects and Conferences achieved at least 90% on the objective

regarding participants

Every Project and Conference had at least 2 partners on different areas(in-kind, agenda partner, etc.)

We had only 2 PBOXs, PERFOM achieving its Exchange Objective and Wake-Up Call achieving its Participants Objective

The ER area has implemented healthy and performance bringing processes We didnt manage to realize BOA Corporate events, but we created a

relevant structure for BOA Alumni

We have Alumni support for member investment, trainings, involvement inproject agendas

NATIONAL DRIVERS:

Go Global:

LC Galati contributed with the CEED collaboration with LC Balti, Moldova Our EPs promoted Romania in their Exchange Experience

Increase Efficiency to deliver:

Regarding efficiency, LC Galati score is: 3,49 MBs working for 1 X, which isslightly above the standard score(3MBs/1X)

Regarding delivery, AIESEC Galati helped a lot on the national Delivery Time,having a score of 1.60 out 2(national standard)

Engage Stakeholders:

Our LD, Impactfull Projects for all Stakeholders engaged all ourstakeholders.

Develop Core AIESEC XP:

Like most of the LCs, we had a considerably growth on X+L We started a Culture of Members taking Exchange Opportunities5. What do you think should be the role of AIESEC in Galati in the National

Network in 2011-2012?

For 11-12, AIESEC Galati will be the LC recognized for perfect X+L processes

and strategies.

Regarding results, AIESEC Galati will be the LC that contributed considerably

to X+L national situation, of course, considering the reality and capacity of doing X+L,


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meaning that AIESEC Galati will be the LC that had a big contribution from the

Medium Cluster LCs.

Regarding processes, AIESEC Galati will be the LC that will take the best GCPs

from the national network and implement them in an efficient way, so the LC will

realize great performance on X+L.

6. Please outline 3 strengths of your LC and the key strategies to take

advantage of it. Also you should mention 3 weaknesses of your LC and the

key strategies to face it.

Strengths of LC Galati

Members

applying for

Exchange

Creating Mindsets for OCPs and TLs to apply forExchange after they finish their term

Create a relevant reintegration plan and apply it Create OGX PBOX-es Capitalize on the opportunity that is: Exchange is

recognized as practice in Dunarea de Jos University

LC Unity

Continue, and improve, the LC Culture(see section D.,question 2)

Use AIESEC Olympics as a Motivational Seminar Offer a diverse palette of TR opportunities Offer LR opportunities for 1/3 of the LC Members.

Alumni Support

Continue capitalizing on Bursa Excelentei Using BOA Alumni Structure to improve

performance(See section E., questions 7 and 9)

Present Exchange opportunities suited for Alumni

Weaknesses of LC Galati

Lack of GN

Activity

Create a strong relation with AIESEC Constanta> Realizea common EB Days/GN Days.

Create a networking culture in the LC Realize SOL campaign nationwide, mostly in specialized

LCs

Open LC Cahul, Moldova Continue doing CEEDs with LC Balti, Moldova

Lack of PBOXes

Create Exchange 75% by PBOXes Focus in Project Contest on PBOX Creation Concentrate projects activity on PBOXes Continue the PBOX Culture.

No efficient LC Realize a term plan, that will be divided in Quarterly


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Planning>Tracki

ng>Evaluation

plans, that will be divided in Monthly Planning

Set LC Priority on each quarter/month Set FA priority, considering the LC Team Priority Track and Evaluate by a Realized*Ratio=Score Process

7. Please outline 3 external opportunities for your LC and the key strategies totake advantage of. Also you should mention 3 threats in order to face it.

Opportunities for LC Galati

LC Odessa, UKR

Partnership

Started at IC2010, it will improve in term 11-12 Communicate at processes and tools level Realize an Exchange Partnership Realize CEED Cooperation Plan

Exchange

recognized as

practice in

faculties

Promote through teachers Create a PBOX special for this opportunity By assessment on students and platform, present by

mail and faculty webpage internships suited for each

category of student.

Youth Center in

Faculty Campus

Use it for constantly connecting to students Use it for promoting every core project(PBOX,

Recruitment

Realize activities for student development that can befinanced

Improve the relationship with CCS and DJT to continuehaving their support and on obtaining grants

Threats for LC Galati

Economic

Situation

Regarding grants, capitalize on the fact: The Year ofVolunteering

Keep 2% as a priority Keep Institutions close to the LC Realize L+ activities that can generate revenues

Companies not

interested in

Exchange

Get companies to know AIESEC from the inside Realize sampling for LGP Companies Create a TN Corporate PBOX

Lack of ICX

Knowledge and

Culture

Ask for help from the regional/national network Ask the help of BOA Alumni ICX sub-commission LD specially created for ICX


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1. Starting from our reality and forecasted results for the term 10-11, outline

your strategies in order to increase the quality and quantity of the AIESEC

Experience in the context of 11-12.

Key Factors that will contribute to @XP:

Improving X+L Leadership Development LC Strong Culture Based on team unity

LC Culture Based on TEAM Unity:

Continue and improve the strong Culture LC Galati hasContinue doing LMS for Vision/Values/Principle CreatingCreate a common term direction for the LC TEAMContinue having the EB Team and LC TEAM in the same boat.

Leadership Development:

Offer diverse palette of L opportunitiesContinue having Imagine LeadershipCreate a development plan for OCPs and TLsCreate a development plan for VPs Implement coaching for all middle-management positionsCreate MDP(Management Development Plan)

Improving X+L:

Creating Local CPS for our Leaders Implement Exchange mind-set in the middle-management coaching system Bring back Exchange as a top 1 priority for AIESEC Galati Implement Reintegration Plan for EPs For L after X cases, we will keep a constant communication while the EP is in

X and realize coaching/mentoring towards Leadership opportunity taking

Recommend X opportunity at EB Future Candidates

2. Make a general analysis of AIESEC Galati performance in the current year

both national and local.

ICX OGX X+L L Positions Members

Plan Re Plan Re Plan Re Plan Re Plan Re

Q2 2 2 1 2 1 1 16 14 90 86

Q3 12 5 8 6 3 2 10 13 59 44

. Functional Questions

CP Local Committee President


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Q4-15nov 3 2 3 3 3 3 4 4 44 43

Total 17 9 12 11 7 6 30 31 63 57,6

Achievement

Rate

52,94% 91,66 % 85,7% 103,3% 91,42%

We had an overall achievement rate of 85,004% As expected the area that lacked performance was ICX Regarding L positions, there was an under-planning problem There was a considerably growth on Members MOS, considering 09-10

National Analysis:

LC Galati is on the 8th place on National Network, with 20 overall Exchange Regarding X+L, AIESEC Galati is on 6th place, with 6 X+L. LC Galati is also, on 6th place regarding L positions. On number of members, LC Galati is also on the middle, on 7th place, with

75mbs

On quality index, LC Galati is happily on the 2nd place, with 83.4 As a final conclusion, AIESEC Galati in the national level was generally at the

middle of the standings table, having an immense potential of growing in the

next terms!

3. Starting from the current reality of AIESEC Galati outline a set of initiatives

in order to capitalize on our strong points and to improve our weak points

for the term of 11-12.

As I said, the initiatives for the next year, that will capitalize on the strong points:

X+L Growth Incoming Exchange

Both the LDs will mostly increase the X and X+L part of MOSes, and the L and MBs

part will be accomplished by Exchange Work and Performance.

More information on initiative, see Section D., question 2.

4. Taking into account the current relations with our stakeholders and the

market in Galati, what should the role and contribution of AIESEC Galati be

looking on 5year perspective and also downscaling in for the term of 11-12?2011-2012

Market Role ContributionStudents Organisation that

enables students to have

internships

Become an AIESEC Member Go in Exchange Projects that can help my pers.

and prof. development

Corporate/Non-

Corp.

Professional organisation

that can bring a change

in my company/NGO by

Have a trainee Involve in youth development

projects


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enabling an international

experience

2016-2017

Market Role ContributionStudents First choice organisation

for Exchange and

Leadership Opp.

Become an AIESEC Mb Go in X in my @XP Be a youth leader

Corporate/Non-

Corp.

First choice organisation

that can bring Leadership

and Internationalism in

Society

Become partner on a highimpact youth project/program

Have an international youthleader in my company, as

intern

5. Make an analysis of AIESEC in Galati in terms of strengths, weaknesses,opportunities and threats.

SWOT LC Galati 10-11

STRONG

AIESEC Members go in X Problems with ORI

W

EAK

Free accomodation and food for

traineesNo VP ICX

SEV Acreditation No GTTC2 offices Transition culture

Partenerships with the faculties on

X

Members are not interested in X

department

Growth of the retention rateMembers are alocated in too many

OCs

AIESEC Galati is more vizible on-

line

2 OCPs were demitted for

incompetence reasons

2 obtained grants Low number of delegates at LPM

Good relationships with the

Economics FacultyLow qualitative assessment

Free phone from Orange No OCP team culture

Realized X thru projectsLow number of full members

besides EB

Excelence Scholarship from Alumni No preparation plan for OCPs

Number of 2% forms No financial parteners

2 LMS in 2010 MoSes for 10-11 are not achieved

AIESEC Olympics No EVS Grant obtained

Exchange culture in the LC Only 2 PBOXesHigh number of content partners Wake-Up Call without trainees


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Strong LC Culture

BOA Alumni

Strong LC Culture

Parteners on logistics

Good relations with DJTGood relations with NGOs

First PBox in AIESEC Galati

Event partner

Imagine leadership - qualitative

leadership conference

Minorities involved in Global

Village

Full members & OCP meeting

every 2 weeks

Alumni Support

OPPO

RTUNITIES

Good relationships with our

partnersEconomical situation in Galati T

HR

EATS

BOA CorporateStudents are not interested in

extracurricular activities

X program is recognized as an

official internship in faculties

Members can leave in interhships

through faculty

Partenerships with Erasmus Lack of GN Activity

Youth Center in the faculty campusCompanies do not see the

relevance of Excchange

EVSLC Cahul, Moldova Opening

LC Odessa, Ukraine Partnership

Good Image at authorities

City Hall Support

6. Evaluate yourself in terms of leadership skills and ability to transmit or

apply them, highlighting your strengths and weaknesses.

Management Skills:

Its common knowledge that Good Leadership has at its base GoodManagement. I consider myself to have good management skills that help me on

realizing performance by good organization of workload.

Thinking Out of the Box:

I consider myself to be a creative person that its oriented on out of the box

solutions. This is a strong point because it reduces the time of finding and applying a

relevant solution, but is a weak point because out of the box thinking is not always

fully understandable by team members.

Delegative:


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This characteristic has its benefits on participative leadership, because it

realizes a better and faster Team Trust Forming and, on the long level, it helps on the

Team Development.

Right Person doing the Right Thing:

I tend to get (or form) specialists in every team that I lead, and I feel very

comfortable if every LC TEAM member has a proper JD with clear specifications on

each task. Each member of the TEAM it will be attributed the work fitted to its level

of inclination, motivation and preparation.

Enthusiast:

In most of the things that I do, I show enthusiasm and passion in my work. I

consider that enthusiasm is a must-have characteristic for an LCP because

enthusiasm is contagious to all the LC TEAM. Even so, enthusiasm can be a weak

points at certain times, because it can be tiring for the Team Members.

7. How do you see the development of an EB team which is comprised only of

experienced AIESEC members, so that results are given through a high

performing team?

The EB Team development will consist of three main things:

Coaching Personal Evaluation Planning>Tracking>Evaluation

Coaching:

The best coaching system is based on the coachee initiative. Starting fromthat premise, my involvement in the coaching system will be minimal. As an LCP I will

set expectations with each EB Member, and set the level of help that he needs for

itself to find a coach, to do coaching, etc.

Personal Evaluation:

Considering that we have BOA Alumni on sub-commissions, we will use this

key advantage for the personal evaluation. Each EB Member will have at least one

member of BOA that will constantly keep him informed with his area activity and his

personal activity as a VP. Furthermore, the BOA Member will quarterly evaluate the

EB Member in terms of: Competencies, Personal Goal Achievement. The follow-up is

an evaluation report, in which it will be specified the Level of CompetencyDevelopment, Score for Personal Goals Achievement and, the most important, a set

of future action steps that need to be taken furthermore for a continuous

development.

Planning>Tracking>Evaluation:

This is more an EB Management Process than helps the EB Development

Process. The LC Planning that we have on term will be divided per months. At the

beginning of each month, we will set the LC Priorities, and afterwards each EB

Member will set his area priorities, considering the LC Priorities. The Tracking will be

done weekly in percentage realized of each task and the Evaluation will be done

considering: Percentage Realized of each objective, and Ratio Prioritized Percentageand a General Score on Area and LC.


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8. What type of leadership do you think AIESEC in Galati needs for 2011-2012?

AIESEC in Galati needs modest leadership for 11-12. The LC needs a

leadership body that its able to continue the hard work invested in 10 -11 term, by

understanding the importance of separating professional from personal acting and

posture.

Considering the fact that we already have a half-term already planned in

terms of objectives and major activities, for the first Q of the term we need only to

apply Participative Leadership with MBT (Management by Task). After that,

depending on the area, we need to slowly change to MBO (Management by

Objectives) so the members will develop by practice and mistakes.

In order to have Participative Leadership, the turning point will consist of

converting the LC activity to Project Based Work, instead of Department Activities

Work, in this way we will be delivering full responsibility for some MoS-es, at certain

times, to our members.

9. What is your strategy regarding BOA Alumni and BOA Company for the year

2011-2012?

For the term 11-12, we need to continue the BOA Alumni strategy that

started this year in order for it to achieve its desired performance. So, we will

continue with:

BOA Alumni meetings 2 times per year:o After LPM, for checking up the plan for the next 12 months, and

for checking the mid-year performance

o After LCC, for checking up the whole term performance of the OldEB and for setting goals and expectations for

BOA Alumni organized on sub-commissionsRegarding BOA Company strategy, considering the fact that we dont have a

BOA Corporate Governance Body, and considering that the year 2010 represented a

failure at BOA Corporate, in 2011 we are going to pick 2 or 3 partners from the LGP

and try to keep them at our side for the whole time, so they will understand AIESEC

and AIESEC Strategies.

Basically for the term 11-12 there will a new BOA Corporate + Alumni witch

will be mainly consisted of Alumni and 2 or 3 partners from LGP.

10.What is your strategy regarding AIESEC Galati culture for the year 2011-

2012 taking into consideration this years culture?

See question 3 from section D. General Questions.

1. If you are to think at your special strengths that nobody can equal youwithin a team, which could they be?

. Personal Questions


19/20

I dont usually think of myself as a hero with super powers, but there is one

skill that makes me feel special, and that is: the capacity of being organized and

strategic. I think that, in a team, I am the person that tends to organize even the

smallest of details in order for them to get working for the final goal that the team

has. Of course, the weakness for this special strength is that it can become, at certain

points in time, a control-freak ability that can constrain the other team members.

2. What is the quality you appreciate the most at the people you work with?

At the people I work with I appreciate the most if they are responsible. I have

a tendency to set pretty high expectations to the people around me, especially on

the responsibility competency, because I think that AIESEC Members are more

responsible than the ordinary student, because of the opportunities they take in

their AIESEC XP.

3. Can you tell us one thing that youve done in your life and you are most

proud of? Why is that?Maybe it will sound like a clich, but the thing that I am most proud of is that

I joined AIESEC. It was and still is the most important decision that I take every day,

to continue doing volunteer work for AIESEC in Galati.

I am very proud of that because it changed my life, and made me understand

the power of volunteer work for society.

4. Please illustrate your personal vision on your life.

Last summer I had a goal setting meeting with our CEEDer from France

Mathias Corlay, and thats when I created a Vision Statement, and that was: Enjoy

achieving skill points. Its the only way to get to the last level. Well maybe it isntthe best professional way to say it, but the vision statement had to be strongly

personal, and original. What it means is the fact that I want to constantly improve on

my areas of interest, to be like a sponge of information and opportunities in order to

constantly develop myself.

Now to be more specific, my general vision on life is a simple one: To be

happy. And, considering the fact that every persons happiness is unique, my

happiness is sustained by two main things: Professional Goals, and Personal Goals.

On the professional side:

1. as a medium term objective is: To work on the Project Management Areain the next 6 years, time needed to acquire enough experience in order to >>

2. fulfill my long term objective: To manage the family business in 10 years

from now.

5. How do you see your work in AIESEC this year will guide you to achieve

your vision?

This year I was VP Projects for EB 10-11 in AIESEC Galati, and it helped me a

lot in learning and activating more in the PM Area. Mainly, this year was the turning

point in my life-vision, and Im proud to say it was a good year for me.

. Summary


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GALATI POWER!Ciprian Rosca running for LCP 11-12 in AIESEC Galati!

I am now finishing my 2nd

year of the AIESEC Galati Experience, and I knowfor sure that it was the best decision in my life. I learned and experienced so many

things that I couldnt experience them elsewhere.

When I finished high-school, my friends were asking me where I am going to

leave for college; and I stayed right here in my beloved Galati. Now, I am finishing

faculty and finishing my term as VP Projects 10-11, and Marlena was asking me: Do

you really want to stay in this city for another year? And I said: I do. The thing is that

now I know why I never leaved this city: to finish all the business here, and then

move to another, higher level. But first, lets fulfil our job here.

In the next year,AIESEC Galatiwill not grow on every aspect and process,

because this is, not only impossible, but unhealthy.AIESEC Galatiwill be known asthe LC TEAM that achieved performance on Exchange and Exchange+Leadership.

X+L

Culture

of

Exchange

AIESEC Galati Culture:

Ambition, Commitment, Sincerity

Working efficiently

for one common

Goal

Documents

Rosca Ciprian Application Form EB 11-12